Recruitment & Selection.doc

RECRUITMENT & SELECTION With reference to

SUJALA PIPES PVT LTD, NANDYAL

A PROJECT REPORT SUBMITTED TO SRI KRISHNADEVARAYA UNIVERSITY FOR PARTIAL FULFILLMENT OF BBM DEGREE By

S.RAMESH (Reg.No.0913036)

Under the guidance of

Mrs. P .NAGARAJAMMA(MBA)

SRI RAMAKRISHNA DEGREE AND P.G COLLEGE NANDYAL AFFILIATED TO S.K. UNIVERSITY, ANANTAPUR

2009-2012

DECLARATION

I, S.RAMESH student of BBM in SRI RAMAKRISHNA DEGREE AND PG COLLEGE , NANDYAL, declare that the project report entitled ”RECRUITMENT” in” SUJALA PIPES(P) LTD.,” is an original and bonafied work done by me for the partial fulfillment of “BACHELOR OF BUSINESS MANAGEMENT” in SRI KRISHNADEVARAYA UNIVERSITY. This bonafied work undertaken by me is original and is done for educational purpose and has not submitted to any other University or Institute for the award of any other degree or diploma.

(S.RAMESH)

CERTIFICATE

This is to certify that project work entitled “RECRUITMENT AND SELECTION” with reference to “SUJALA PIPES PVT. LTD” is bonafide work done by S.RAMESH of SRI RAMAKRISHNA DEGREE AND P.G college, Nandyal affiliated to SRI KRISHNA DEVARAYA UNIVERSITY, ANANTAPUR towards partial fulfillment of degree in BACHELOR OF BUSINESS MANAGEMENT under your guidance during the year 2009-2012.

Signature: Mrs. P. NAGARAJAMMA, MBA

CERTIFICATE

This

is

to

successfully

certify

that’s

completed

the

S.RAMESH, project

Regd.

titled

No.

0913036,has

“RECRUITMENT&

SELECTION” with reference to “SUJALA PIPES Pvt Ltd” , Nandyal, and submitted in partial fulfillment for the Degree of BACHELOR OF BUSINESS MANAGEMENT from

Sri Krishnadevaraya University,

Anantapur during the academic year 2009 – 2012.

PRINCIPAL & CORRESPONDENT

ACKNOWLEDGEMENT An undertaking of the project can’t be reached without the help of many great people. I would like to express my gratitude to all those who have offered me with the project work. Iam grateful to Dr. G. Rama Krishna reddy. Principal of Sri Rama Krishna Degree and P.G College, for granting me the permission to earn on the project work. I am also grateful to Dr. C. Venkata Reddy, Director of Sri Rama Krishna P.G College for granting me the permission to carry on the project work. I am thankful to my guide Mrs.P. NAGARAJAMMA faculty in Sri Rama Krishna PG College ,

Nandyal.

I am very much thankful to Mr. S. RAJASEKHAR RAO, A.M-HRD manager sujala pipes PVT LTD, for his co-operation and encouragement at every stage by providing necessary data and information to carry on the present inquiry. I extend my sincere thanks to my family members and friends who helped and encouraged me in the accomplishment and fulfillment of my project work.

(S.RAMESH)

INTRODUCTION RECRUITMENT: Once the required and kind of human resources are determined the Management has to find the places where required human resources are available and also find the means of attracting them towards the organization before selecting suitable candidates for jobs. All this process is generally known as recruitment. It includes finding and developing the sources of prospective employees and attracting them to apply for the jobs in an organization.

DEFINATION: Recruitment can be defined as a process to discover the sources of man power to meet the requirements of the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient work force”. “The process of searching for prospective employees and stimulating them to apply for jobs in the organization”. OBJECTIVES OF RECRUITMENT:  To attract the people with multi- dimensional skills and experiences that suite the present and future organizational strategies.  To induct outsiders with a new perspective to lead the company.  To infuse fresh blood at all levels of organization.  To devise methodologies for assessing psychological traits.  To seek out non-conventional developments grounds of talent.  To design entry pay that competes on quality but not on quantum.  To anticipate and fine people for positions that does not exist yet.

FACTORS AFFECTING RECRUITMENT: Performing the function of recruitment that is increasing the selection ration is not as easy as it seems to be. This is because of hurdles created by internal and external factors, which influence an organization. The activity of recruitment that is searching for prospective employees is affected by many factors.

I. II. III.

O organization policy Local candidates Influence of vacancies of candidates based on community, sex, caste, recommendations etc. T he following are the internal factors and external factors which effects the recruitment.

The internal factors: 1. 2. 3. 4. 5. 6.

Company policy Company size Quality of work life, culture Company’s name and fame Company growth rate Cost of recruitment

The external factors: 1. 2. 3. 4. 5.

Socio economic factors Supply and demand rate Labor market conditions Un employment rate Employment exchanges.

COMPANY’S HUMAN RESOURCE PLANS: 1) Strategic plans: These plans ate formulated for 10 and above years. The top management formulates corporate policies like corporate vision, mission, and business objectives. The HR department prepares HR strategies objectives, remuneration policies etc. 2) Intermediate plans: These plans are formulated for 5 years. HR manages prepare specific plans for acquiring future managers, key personnel Compensation structure and development initializing for the next 5years.

2) Operational plans: Operational plans are prepared at the lowest business profit. These are formulated for short time like for 1 year. These are related to recruitment of skilled personnel, implementing compensation policies, designing new jobs, developing leadership, and improving work life. PROCESS OF HUMAN RESOURCE PLAMNNING: 1) Need and plans of organization 2) Demand forecasting 3) Supply forecasting 4) HR programming 5) Implementation 6) Evaluation Successful human resource planning should identify our human resources needs. Once know this needs we will to something about meeting them. The next step is the acquisition function, the reform is recruitment. This activity makes it possible for as to acquire the number and types of people necessary to ensure the continued operation for actual and anticipated organizational vacancies are from other perspective it is a linking activity bringing together those with jobs to fill the and those seeking jobs. Once the required number and the kind of human resources are determined the management has to find the places where required human resources are will be available and also work out for attracting them to words the organization before selecting suitable candidates for jobs this process is generally known as “Recruitment”. Some people the term “Recruitment” for employment. These two are not one and the same. Recruitment is only one of the steps in the employment process. Some others use the term Recruitment for selection. Technically speaking the function of recruitment precedes the selection and it includes only findings, developing the source of prospective employees and attracting them to apply for jobs in an organization. Whereas the suitable candidates to the job out of the candidates attracted Recruitment function helps the organization to develop a pool of prospective human resource. It is difficult for the HR manager to employs the suitable people out of the pool. In fact, many organizations face critical problems in choosing the people. Selection techniques and methods reduce the complexities in choosing the right candidates for the job.

RECRUITMENT PROCESS: Recruitment refers to the process of identifying job seekers so as to build to a pool of qualified job application .The process comprises five interrelated stages. 1. Planning. 2. Strategy development. 3. Searching. 4. Screening. 5. Evaluation and control. 1).RECRUITMENT PLANNING: The stage in the recruitment process is planning. It involves the translation of likely job vacancies and information about the nature of these jobs into a set of objectives or strategies that number and types of applicants to be contacted.

NUMBER OF CONTACTS: Organizations, nearly always, plan to attract more applications that they will hire. Some of those will be uninterested, unqualified or both. Each time a recruitment programme is contemplated; one task is to estimate the number of applicants necessary to fill all vacancies with qualified people.

TYPE OF CONTACTS: This refers to the type of people to be informed about the opening. The types of people depend on the tasks and responsibilities involved and the qualifications and experience expected. The details are available the through job description and job specification.

2) STRATEGY DEVELOPMENT: When, how many and what types of recruit are required is known, serious consideraction needs to be given to the following:

(a)Make or Buy: Organization must decide whether to hire less skilled employees and invest on training and education programmes. Essentially, this is the make or buys decision. (b) Technological sophistication:

Technological advancement has made it possible for job seekers to gain better access. They have began sending video tapes about themselves to a number of 3 organization without wasting time and without spending money on travel. (c) Sources of recruitment: There are several sources and broadly into two types. I. Internal recruitment. II. External recruitment. i.

Internal recruitment: It includes present employees, employee referrals, former employees and previous applicants.

Present employees: promotions and transfers from among the present employees can be a good source of recruitment. Employees referrals: When employees recommend successful referrals, they are paid monetary incentives which are called “finders fees”. Former employees: Some retired employees may be willing to come back to work on a parttime basis or may recommend someone who would be interested in working for the company. Previous Applicants: Those who have previously applied for job can be contacted by mail,a quick and inexpensive way to fill an unexpected opening. ii.

External Recruitment: External sources for outnumber the internal methods. Specifically,sources external to an organization are:  Professional or trade associations.  Advertisements.  Employment Exchanges  Campus recruitment.  Walk-in and write-in.  Consultants.  Displaced persons.  Radio and television.  Acquisitions and mergers.  Competitors.  E-recruiting.

3). SEARCHING: Once a recruiting plan and strategy worked out, the search process can being, searches involve two steps: i. Source activation. ii. Selling.

i.

Source Activation: Source and search methods are activated by the issuance of employee requisition. It means that no actual recruiting takes place until line manners have verified that a vacancy does exist or will exist.

ii.selling: In selling the organization, both the message and the media deserve attention. 4).SCREENING: The purpose of screening is to remove from the recruitment process, at an early stage, those applicants who are visibly unqualified for the job. Effective screening can save great deal of time and money care must be exercised. In screening, clear job specifications are invaluable. Campus recruiters and agency representatives us interviews and resumes. Reference checks are also useful in screening. 5) EVALUAATION AND CONTROL: It is necessary as considerable costs are incurred in the recruitment process. The costs generally incurred are:  Salaries for recruiters.  Cost of advertisements or other recruitment methods that is, agency fees.  Cost of producing supporting literature.  Recruitment overheads and administrative expenses.  Costs of overtime and outsourcing while the vacancies remain unfilled.  Cost of recruiting suitable candidates for the selection process.  Management and professional time part spent on preparing the job description, job specifications advertisements, and agency.  Questions should always be asked as to whether the recruitment; methods used are valid and whether the recruitment process itself is effective.

RECRUITMENT TECHNIQUJES: Recruitment techniques are the means or media by which management contact prospective employees or provide necessary information or exchange ideas in order to stimulate them to apply for jobs. The techniques are classified as Traditional techniques and Modern Techniques.

TRADITIONAL TECHNIQUES INCLUDE: 1) Promotions 2) Transfers 3) Advertising 1) Promotions: Most of the internal candidates would be stimulated to take up higher responsibilities and express their willingness to be engaged in the higher level jobs if the management gives them the assurance that they will be promoted to the text higher level. 2) Transfers: Employees will be stimulated to work in the new sections or places if the management wishes to transfer them to the places of their choice. 3)

Advertising: It provides the candidates in different sources, the information about the job and company and stimulates them to apply for jobs. MODERN TECHNIQUES INCLUDE: 1) Scouting 2) Salary and Perks. 3) ESOPs 1) Scouting: It means sending the representation of the organization various sources of recruitment with a view to persuading or stimulating the changing to apply for jobs. The representatives provide information about the company and exchange information and ideas and classify the doubts of the candidates.

2)

Salary and Perks: Companies stimulate the prospective candidates by offering higher level salary, more perks quick promotions etc. 3) ESOPs: Companies recently started stimulated the employees by offering stock ownership to the employees through their employees stock ownership programs. FACTORS INFLUENCING RECRUITMENT: It includes external as well as internal forces.

EXTERNAL FORCES:  Supply and demand of specify skills in the labor market  Unemployment rate in the given area is high, the companies recruitment process may be sample.  Political and legal consideration- Reservations of jobs for SCs, STs, minorities and BCs is a political decision.  Sons of soil are another political factor. INTERNAL FACTORS: Recruiting policy - the policy is to prefer internal sourcing, as own employees known the company well and can recommend candidates who fit the organization culture.  HRP: The success of the recruiting programs is whether or not the company engages in HRP.  SIZE: An organization with one hundred thousand employees will fing recruiting less problematic that the organization with just 100 employees.  Cost is calculated per new hire and the figure is considerable now days.  Growth and Expansion will hav e more recruiting on hand than the one which finds its fortunes declining.

SELECTION: MEANING: After identifying the sources of human resources, searching for prospective employees and stimulating them to apply for jobs in and organization, the management has to perform the function of selecting the employees at the right time. Definition of Selection: It is the process of ascertain the qualifications, experience, skills, knowledge etc., an applicant with a view to appraising his\her suitability to a job.

Significance of Selection Process: Selection of personnel to man the organization is a crucial, complex and continuing function.. The ability fo an organization to attain its goals effectively and to develop in a dynamic environment largely depend upon the effectiveness of its selection programme. If right personnel are selected, the remaining functions of personnel management become easier, the employee contribution and commitment will be at optimum level and employee – employer relations will be congenial. In an opposite situation where the right person is not selected, the remaining functions of personnel, management employee- employer relations will not effective.. Role of selection in Organizational Efficiency: Employee selection plays a vital role in achieving efficiency due to the following reasons: 1. Organizational Efficiency is mostly determined by the productivity. Productivity in its turn is mostly influenced by the employee’s contribution. 2. Organizational Efficiency is influenced by production of high quality products, rendering superior service to the customer. 3. Globalization and internal competitiveness led to the customization in production and distribution. 4. Human resource is the knowledge, machine, technology, marketing, finance etc., in the soft ware industry. Role of Selection in Organizational Efficiency: Employee selection plays a vital role in achieving efficieny due to the following reasons: 1. Organizational Efficiency is mostly determined by the productivity. Productivity in its turn is mostly influenced by the employee’s contribution. 2. Organizational Efficiency is influenced by production of high quality ,products, rendering superior service to the customer. 3. Globalization and international competitiveness led to the customization in production and distribution. 4. Human resource is the knowledge, machine, technology, marketing, finance etc., in the software industry. RECRUITMENT AND SELECTION PROCESS AT SUJALA PIPES PVT. LTD The following are steps involved ina recruitment process in SUJALA PIPES PLVT.LTD.    

Determining the recruitment Getting the resumes Short listing the profiles Interviewing the candidate

 Selecting the candidate  Appointing the candidate

RESEARCH METHODOLOGY

NEED FOR THE STUDY Recruitment and selection process in any organization is an important component to fulfill the present and future requirement of employee. Recruitment and selection plays a vital role in attracting prople with multidimensional skills and experiences that suit the present and future organization strategies. Any organization and everywhere are realizing the advantage of choosing and prospective employee. Under this recruitment, this study has been undertaken to known the recruitment and selection at SUJALA PIPES PVT.LTD.

OBJECTIVE S OF THE STUDY

 To study the policies and procedure of recruitment and selection in SUJALA PIPES PVT TED.  To evaluate the sources of recruitment at Sujala pipes pvt. Ltd.  To find out effectiveness of existing recruitment and selection procedure.  To know the satisfaction of the employees about recruitment and selecting process at Sujala pipes pvt. Ltd.

RESEARCH DESIGN Research is careful investigation or industry especially through search for new facts in any branch of knowledge. Research in common parlance refers to search for knowledge. OBJECTIVES OF RESEARCH The purpose of research is to discover answers to questions through the application of scientific procedures. The main aim of research is to find out the truth which is hidden and which has not been discovered as yet. Though each research study has its own specific purpose we may think of research objectifies as falling into a number of the following broad groupings.  To gain familiarity with a phenomenon or to achieve new insights into it object, in view are termed as exploratory or formulated research studies.  To portray accurately the characteristics of a particular individual, situation or a group. Studies with this object in view are known a s descriptive research studies.

 To determine the frequency with which something occurs or with which is associated with something else. It is known as a diagnostic research studies. TYPEOF RESERCH The questionnaire was administered through direct through direct contact with respondents for the survey. The present study is descriptive research. DATA SOURCE Collection of the data is the primary importance in the research process. Data, which was collected for the purpose of research, helps in proper analysis, which is helpful to conduct research effectively. The data source, which is very important in the collection of data, is primary data and secondary data. Both primary and secondary data ate taken in to consideration for conducting the study of training and development programs. PRIMARY DATA: Primary data is collected through administering the questionnaires by dierect contact And also involved personal discussion to obtain insight of the information. SECONDARY DATA: Secondary data is collected from records, manual and brochures maintained by personnel department of organization. TYPE OF SAMPLING Proportionate Random sampling is used for the survey. The departments were taken as stratas’s and from each strata of employees were taken for the present study. SAMPLE DESIGN: Population size Sample size Sampling procedure Statistical tool Sampling unit

: 2500 : 110 : simple random sampling : percentage Analysis : executives of all the departments

110 Employees out of 2500 population was taken for the study. SAMPLE UNIT Employees of different departments SUJALA PIPES PVT. LTD WAS TAKEN FOR DATA COLLECTION. RESEARCH INSTRUMENT Questionnaire: It is considered as hear of the present study. It is the outline of what information is required foe gathering market recruitment information. So it requires utmost skill and care. TYPE OF QUEISIONNAIRE

The questionnaire includes both open end and closed end questionnaire. Some of the data were collected through using observation techniques. TYPE OF QUESTIIONS To attain the objectives different pattern of questions were made use of in the study they are. DICHOTOMOUS QUESTIIONS Dichotomous questions allow for only two possible answers like ‘yes’ or ‘no’. MULTIPLE CHOICE QUE3STIONS These type of questions list a number of answers and permits the subjects ot select the answer that best approximate their own views. OPEN ENDED QUESTIONS In this type of questionnaire, the questions are structured but the responses are unstructured. The respondents are free to replay which they consider to relevant. CLOSE ENDED QUESTIONS In this type of questionnaire, both questions and answers are arranged in structured patterns. TOLLS OF ANALYSIS The statistical method used for the analysis is PERCENTAGE method and bar diagrams are used for representing the analysis.

 

LIMITATIONS Different views and suggestions provided by the employees are subjected to personal bias. The sample six of 110 employee’s often total population may not reveal the correct information.

INDUSTRY PROFILE Plastics have becomes synonymous with modern living. It is under mutedly a product, which has penetrated extensively into the common man life. No wonder the industry has achieved in terms of supply of raw materials, expansion and diversification of processing capacities and manufacturing of processing machinery and ancillary equipment. The versatile material with its superior qualities such as light weight, easy process ability, corrosion resistance, energy conservation, non toxicity etc., may substitute to a large extent, many conventional and constantly industrial materials like wood, metal, glass, jute, leather etc., on the automobiles, electronics, packaging and agriculture give enough evidence of the immense utility of plastics.

At present 80% of total requirement of raw material and almost all types of plastic machines required for the industry and indigenously available. The present investment in all three segment of the industry, namely production of raw materials, expansion and diversification of processing equipment INS

Rs.

1,250 corers and it provides employment to more than eight lack people. Plastics have been subject to level not only at the central, but at state, and local government levels. These levels have affected the price of plastic of production adversely, because of their inherent advantage in properties and versatile in adaptation and use, plastics have come to play a vital role in a variety of applications over the world. In our country, plastics are used in essential consumer goods of daily use for common man such as baskets, shopping bags tiffany boxes, hair combs, tooth brushes, spectacle frames and fountain pens etc., they also find applications in field like packaging and automobiles and transportation, engineering, electronics, telecommunications, defense, medicine, building and other construction plastics and its importance is also growing infield like agriculture and water management. The Govt. of India recognizing the importance of plastics in Agriculture, appointed on March lx, 198 L National committee on the use of plastics in agriculture under the chairmanship of Dr.G.V.K.Rao. The committee has forecast a tremendous growth of drip irrigation through; network of plastic pipes and tubes. In its opinion, large scale adoption of irrigation would lend to support in demand for PVC pipes LDPE tubes and polypropylene emitters. The committee has highlighted the importance of the use of PVC resin in the manufacture of rigid pies, flexible pipes and sheeting, which are being used for agricultural operations to carry water for one place to another and also lining of ponds and reservoirs to reduce see page and most important, in drip irrigation system.

Engineering applications

in

plastics automatic,

are

being

electronics,

increasingly

used

for

telecommunications

various

and

other

industries, The plastics are classified into two major classes thermoplastics

and

thermoses. The thermoplastics become sufficiently soft on the heat. The thermoses on the initial application of heat and to flow, but upon further application of heat and hard, insert molded piece which cannot be

applications of

pressure in the mould

pressure they are cured to

resoftened by reheating.

HIGH DENSITY POLYETHYLENE: Production of HDPE in INDIA started commences in 1968. At present

is

on unit (polyolefins industry ltd.,) in INDIA, production HDPE by the end of 2002 to 2003 is placed at 1.25 lacks tones.

LOW DENSITY PLYETHYLENE (LPDE) : Production of LDPE in INDIA started in 1959. At present there are

three

units manufacturing LDPE with a total of 1.15 lack tones. POLYSTYRENE: Polystyrene was first manufactured in india in May 1957. The first commenced in 1978. A production target of 29000 tones tube

production

is achieved by the

end of 1999-2000. VACRYLONITRIL BUTANDIENE SYTRENE(ABS) : The production of acrylonitrile Butadiene styrene (ABS) in India started in 1978. The present total annual installment capacity of (ABC) is 5,000 tones. ACRYLONITRIL UTANDIENE SYTRENE (ABS) : Production of PVC started in INDIA in 1961 against first production of PVC in the world in 1927. At present there are six units manufacturing PVC resins. The present total installed capacity comes to 1.70 lack tones. The production target of PVC by the end of 2001-2002 is placed at 2.33 lack tones. EXPORT OF PLASTICS GOODS: Today India exports plastic products to as many as 80 countries all over the world. The exports, which were stagnant at around a Rs. 60-70crores per annum double to Rs.129 corers. The plastic industry has taken up the challenge of

achieving an export target of Rs.17 corers.

Major export markets for plastic

products and linoleum are Australia, Bangladesh, Canada, Egypt, Hong Kong, Hungary, Italy, Kuwait, Federal, Republic of Germany, Srilanka, Sweden, Taiwan, U.K,U.S.A, and Russia. ROLE OF PLASTICS IN THE NATIONAL ECONOMY: Plastics are been perceived as just simple colorful household products in the minds of common man. A dominant part of the plastics of the present and future find their utilization in the following areas. 1. Agriculture, forestry and water-management 2. Automobiles and transportation. 3. 4. Electronics and telecommunications buildings, construction and furniture especially wood substitutes. 5. Food processing and packaging 6. Power and gas distribution. IMPORTANCE OF PIPES INDUSTRY : We shall look at the basic data about plastics and particularly those properties, which are of use in practical working with plastics. Plastics are the man-made materials. The oldest raw materials for producing plastics are carbonaceous materials obtained from petrol chemical sources and they can be economically produced in large quantities.

Plastics have changed our world and day by day they are becoming Important. They own their success to whole series of advantages, which they have over conventional materials such as  Light weight  Excellent mould ability  Attractive colors  Low energy requirement for convention  Low labor and cost of manufacture  Low maintenance  High strength weight ratio  Aesthetic The plastics are classified into major classes. 1. The thermo plastics 2. Thermo sets The thermo plastics: The thermo plastics become sufficiently soft on the applications of heat. Thermo sets: The thermo sets on the other had become sufficiently soft only not the initial application of heat and pressure in the world to flow, but upon further applications of heat and pressure they are cured to hard, inert molded piece, which cannot be reoffered but reheating.

The usage of poly vinyl chloride PVC pipes in agriculture fields lesser water seepage which was predominant in earlier practices with services of PVC pipes water can be transported efficiently with lesser losses from the place of water potential. Present revolutionary trend in water management speaks much about drip irrigation which is developed is real and practiced by agricultural based nations in the world tariff irrigation greatly deals with water management techniques uses PVC pipes as core tools for implementation, PVC pipes as core tools for implementation, PVC pipes supplemented with fittings are used in PVC pipes unique heat chemical and physical characters tics serve many industrial purpose characteristic of light low price attract many more application. Rigid PVC pies have been manufactured in India from the 60's in imported extrusions line and there after indigenous plants were also available. They were few pipe manufactures up to 1978-79 and large production capacity was created during 1978-83 many extrusion lines imported from butter field, Cincinnati etc. The companies In Europe especially west Germany have stiff compensation in plastic machinery and it is an essential need for them to carry out continuous research and development to update technology for higher output, less energy cost per keg, if output of quality of products. P.V.C pipes industry-a Glance: Supply and demand curves determine the state of affairs industry and analysis can be based on that, although demand for PVC pipes is increasing the

surplus supply from the manufactures of P.V.C. pipes is increasing at greater rate, four giant manufactures, which are responsible finales, supreme, sujala and join apart from these giant manufactures many small manufactures are also operating in the industry which makes surplus supply conditions still worse.

SUJALA PIPES (P) LTD. PROFILE : Rayalaseema in Andhra Pradesh was rarefied region for industries dynamic entrepreneur Sri S.P.Y. Reddy is basically a mechanical engineer started a unit at nandyal. Which manufactures black pipes in 1977.The determination and hard work of Sri S.P.Y. Reddy helped him to overcome the problems faced by the company in the initial years, and with financial assistance from the local commercial banks. The company could overcome the problems of the manger and is running smoothly. NANDI is brand name of popular PVC pipes made by two companies Sujala Pipes and Rani plastic Pipes Industries. The companies was started in 1975 by a young mechanical engineer who had just left a plum job in Baba Atomic Research Center(Barc) and wanted to do something on his own. Today the companies are worth few( or lot depends on who you are millions ( both Indian & amp; American). They made possible few other small ventures Pipes are sold under brand names of Nandi, Rani, and Jala. Together they are highest selling PVC pipe brands in South India and will be among top three. We believe that companies are about people more than anything else. The group companies employ about 1500 people. Free accommodation is provided to most of the employees. Health services are also provided at free of cost. Other business interests of Nandi group include dairy product, information technology and education Sujala Pipes (p) Ltd, manufacturers the largest and most comprehensive range of U-P.V.C pipes in India. They offer pipes of up to 400 mm diameter Nandi pipes that are suitable for wide range of applications.

Portable water transportation, irrigation, plumbing, drainage, cable ducting bore-wells, transfer of industrial effluents. Our gamut's of products cover all applications, which are covered by PVC pipes. Nandi UPVC systems are more cost effective than conventional GI, CI or AC systems. They are lightweight, durable and non-corrosive. The offer excellent flow characteristics and they are easy to transport handle and install as well. Excellent quality with customized product development support. The Unit also has excellent quality assurance systems in place we ensure products of uncompromising excellence, meeting all relevant ISI, BS, DIN, and ASTM standards. In addition, extensive R&B facilities provide reliable and committed support for new product development. This means that, even if a Nandi customer is unable to find his precise requirements from our elaborate range of products, we can also develop customized products to his own exclusive specifications... It is this relentless pursuit of quality and a willingness to adapt and innovate, that has propelled Nandi to the forefront of this product category in India. Water is indispensable for agriculture. However, only 15% of agricultural land, the world over, gets dependable water supply. In India too, only a fraction of the 164 hectares of cultivated land gets a dependable supply of water. Various irrigation methods are employed by farmers to ensure proper water supply. Canal irrigation is one such method. However, canals occupy cultivate space and thus hamper production. Moreover, nearly 40% of canal water is wasted due to evaporation and percolation. Besides, in certain areas, canal irrigation, over

a period, has led to salivations. Pipes are an effective way of overcoming the problem caused by canal irrigation as they can be laid underground and water loss because of percolation and evaporation is eliminated. Lift irrigation is employed to carry water from a lower to a higher level. Here, various kinds of pipes are used.

GROWTH : Sujala Pipes Pvt limited is commissioned with the objectives of catering to the agriculture needs of the region, in earlier days, tools used for water flow were very ineffective with high percentage of seepage losses. To counter this drawback PVC pipes were favorably welcomed, this has been the mission of Sujala Pipes Pvt limited. The major irritants on agriculture practices like lack of rain fall. Ground water lifting water transport with in the field has provided magnificent thrust to P.V.C pipes market .these factors helped Sujala Pipes Pvt Ltd, to record an excellent growth since 1977 onwards quality is the dominating factor in the growth of sales. Well equipped laboratory and quality control office looks after the duality. The company not only improving the brand name but also it is under taking takeover of the competitor's brands. In 1977 the company takes over the Sagar brand. The manufacturing plant of Sagar brand was at Medak district. The Sujala Pipes Company not slopped with that victory, the company over another main competitors brand Monarch in 1999. The manufacturing plant of monarch plant lines Anantapur District. The plants of the old companies are turned to opportunities to the company by its excellent management. After the change of management the brand image of these brands are improved. At present movement Sujala Pipes Pvt Limited stands at market leader major competitor to the company is Sudhakar pipes and maharaja pipes. The only backdrops to is the competition from local brands. As the majority of Consumers belong to former, they consider price than quality. The company had to make aware of the companies quality standards to them. Sizes :

Various sizes ranging from ½ to 10 are offered to consumers. Even pipes with different gauges and sizes are manufactured to suit specific conditions.

Packing : Packing plays less important role in the product PVC pipes pipes because the hallow space inside can be utilized .for purpose of cubic space utilization in trucks while transport, organization i9s adopting the technique like pipe in pipe. Warranties : No written warranties are given to Consumers expect an assurance that (the product is reliable) For Nandi brand the company adopts zero credit policy, and goods are not delivered unless cash particulars are made. For monarch and Sagar brands credit is entitled unto a week. The difference between these is due to brand image. Channels of distribution: Sujala Pipes Pvt Limited has zero level channel distribution for Nandi and single level channel distribution for Monarch and Sagar.  ZERO LEVEL  MANUFACTURER  CUSTOMER  MANUFACTURER  CUSTOMER  MANUFACTURER

 CUSTOMER  CONSUMER  CONSUMER  RETAILER

Sujala Pipes Pvt Ltd. Has an extensive network of consumers in Andhra Pradesh who are directly serviced by company sales force and 500 consumers in south India. Coverage: At present Andhra Pradesh, parts of southern states like Karnataka, Tamilnadu and Kerala are in ambit of Sujala Pipes Pvt Ltd. THE FOLLOWING DATA SHOWS THE MARKET DEVELOPMENT FOR PVC PIPES OF SUJALA PIPES PVT. LTD. 1977 – 84

Nandyal Region (Polythene Pipes)

1984- 85

Rayalaseema Region (PVC Pipes)

1985- 86

Rayalaseema and Telangana.

1986- 88

Karnataka and Andhra Pradesh.

1988 – 91

Karnataka and Andhra Pradesh and TamilNadu.

1991 – 98

Karnataka, AndhraPradesh, TamilNadu & Kerala.

1998 – 2000 Karnataka, AndhraPradesh, TamilNadu,Goa & Maharastra. 2000-2002

Karnataka, AndhraPradesh, TamilNadu, Goa, Maharastra, Orissa, Uttar Pradesh, Pondicherry,& Yanam.

Transportation vehicles of Sujala Pipes Pvt. Ltd is very admirable. This unique strength of the organization enables the delivery system to be efficient.

This even helps the consumers torn reduce inventory levels to the minimum. Thus consumers are also supplemented with the benefit of the lower lied –up capital in the of inventory. General information about the company : The company Is equipped with sophisticated laboratory to carry on tests to ascertain out going level of the pipes. A Nandi Pipes has got I.S.I trade mark, which speaks for itself the quality of the pipes. Numbers of statistical quality control techniques are applied to sustain the quality level

of the product.

Managers at the company are dynamic and are well educated. Mast of the skilled or unskilled labor is duty minded. Company provides E.D.I, (employment state insurance ) and provident fund facilities to all its employees. Uniqueness of workers of Sujala Pipes Pvt Ltd is their no indulgence union activities. As the company is located in industrial estate of Nandyal. It is facilitated with good communication networks, which includes telex, fax machine and Internet Company has also got the support of electronic data processing. The company's major strength is considered to be transportation vehicles. Huge investment is made on transportation vehicles, unique cash out how justifies itself by providing good reputation of the company through improved customer service.

Financial Department : Initially the company approached the external sources for financial aid; now the financial status of the company is very sound and is being run only with self finance, except the loans taken on hypothecation of machinery and stock from SBI, Nandyal. The financial manager with the help of four account officers and other clerks of the department heads the financial department. The company follows cash & carries policy for Nandi brand. The product is not delivered until the cash is paid. Financial department with the help of marketing department looks after these transactions. The marketing department is headed by marketing manger who represents to executive director, an assistant marketing manager whom reports marketing manager and 20 sales men headed by 30 sales representatives who are headed by assistant marketing manager. Marketing mix and advertising particulars of Sujala Pipes Pvt Ltd. shows effective management of the marketing department in the organization. The personnel department consists of the executives an workers of the organization. The organization is formed with Sri S.p.y Reddy as the managing director. There are two marketing managers, a financial manager, a public relation officer and a quality control officer who all reports to executive director. Other than executives there are 1000 workers in the organization.

A panel consisting of managing director, executive director and managers of concerned departments makes the recruitment and selection of personnel. A part of the attractive salaries company is providing health care and welfare facilities. The purchasing situation that is confronted by the manufactures of the P.V.C. pipes is scarcity of resin. Through the government of India has taken various steps to improve supply conditions of P.V.C. resin. The Indian manufacturers could meet only 50% of demand and remaining 50% is meet from imports. The major petrochemical companies are: ® Sri Ram Vinyl Ltd. ® Chem.-Plast. Ltd. ® Reliance Petro Chemicals Ltd. ® National Organic Chemical Industries Ltd. ® Indian Petrol Chemicals Industries Ltd.

THE PRIDE OF UPVC INDUSTRY Sujala Pipes (p) Ltd., the jewel of Nandi Group of companies under the dynamic, energetic leadership of S.P.Y. Reddy, has been making rapid strides as the pioneering manufacturers of quality PVC pipes for potable and irrigation water supplies. The Company has been consistently recording and excellent growth rate every year with the current production capacity of 22,000 Metric tones per annum. The plant is equipped with Battened Twin Screw extruders capable of producing pipes from 20mm to 315mm in 0.25MPHs to 1.0 M pa pressure classes. Stringent quality control tests are regularly conducted to ensure top quality products for multifarious applications like tube well casing telephone-ducting aquaculture besides supplying to various government aided schemes and medium irrigation projects. With a view to effectively cater to the needs of the international market, the company is gearing up for ISO 9002 certification to become a number of select brand of elite group of companies. The company is also manufacturing UPVC pipes and fitting specifications especially to meet the requirements of the Middle East market for soil, wastewater and drainage systems and micro irrigation systems for Dry land. Growing domestic agricultural and requirements of the modern world were in quest for the new substance, which could serve the needs and wants of the today's man. Although metals were meeting major chunk of the fabrication Demand of the modem world, rework ability, formability and weight constraints were real impediments. In light of this , the substance called plastics, which has

got all the desired characteristic to serve the modern man, was discovered. This carbonaceous substance with excellent rework ability and physical stability could replace most of the earlier used metals, wood etc. Although acceptance and socialization of the new innovation was slow it has shown a steady encroachment in to the lives of the to say's man. Now plastics are omnipresent, an optical fiber in communication sects, fiber equipment is only few application in multifarious uses of the plastics. Chief occupation in India is agriculture. For the developing countries like, India modernization of the agricultural practices assumes pivotal place in improving the economic status and the processes of modernization includes usage of high productive. Plastics supplement to greater extent manufacturing of tolls required for new agricultural practices. The usage of poly vinyl chloride pipes in agriculture fields: lessen water seepage,

which was predominating in earlier

practices. With the services of PVC pipes, water can be transported efficiently with lesser losses, from the place of higher water potential to the place of lower water potential. Presently revolutationary trend in water management speaks much about agricultural based nations in the world. Drip irrigation greatly used PVC pipes as core tools of implementation with the services of this sort. PVC pipes one way or the other strengthening the hands of country's economy. Parts with the referred used PVC pipes supplemented with fittings are used in houses for electronic connections, sewage connections and other domestic purposes. PVC pipes with much unique heat, chemical and p hysical characteristics serve many industrial purposes. They are even positively used as

conduits for industrial gases. Even the characteristics of weight and low price attract many more applications.

Rigid PVC pipes have been manufactured in India from the sixties on imported extrusion lines and there after indigenous plans were also available. There were few pipe manufactures up to 1978-1979 and large production capability was created during 1979-1983. When many extrusion lines were imported from button field, Cincinnati, kraausmuffi etc. the government allowed the imports of sophisticated and high output plan, which were not available indigenously. It is essential for the company to carry out continuous research and development to update technology, for higher output, loss energy cost per kg of output, quality of products of etc. TECHNICAL DETAILS ABOUT PVC PIPES INGREDIENTS : 

PVC RESIN



D.B.L.S



T.B.LS



L.S



C.S



STEARIC ACID



HYDROCAARBON



CALCIUM CARBONATE

MANUFACTURING PROCESS : Hot forward extrusion is employed for the manufacture of PVC pipes resigns with weighted amounts of other ingredients, which are carried to the hot chambers. The high temperature of hot chamber melts ingredients and contents of then given forward transit to get hallows pipes of required dimension. As the pipes come out of the hot chamber, cool water jet is directed towards it to cool the pipe immediately. Pipes of desired length are cut with the aid of stop and power hack slow. Production is made in various sizes ranging from V2 to 10' according to usage. ® PVC raw material + other chemicals (Compound) ® Fed into mixture hopper ® Fed into extruder hopper ® Heating Chamber (Compound is melt Into paste) ® Dye(10-35mm) ® Cooling chamber (The paste Is hardened) ® Haul off ® Cutter of pipes ® Stocking of Pipes

REINFORCED PLASTICTS : Although plastics have high strength to weight ratio, they are not as strong as metals and deform presently under load. They cannot be extremely high or low temperature like metals and other materials such as refractory bricks. Modem invention of glass or carbon black as reinforcing fillers have a way for making high strength bearing plastics and they are at a times replace steels. ALLOYS : Physical mixture of two or more polymers is termed as alloys. Physical blending of two polymers is needed because every polymer has certain set of good properties. Design of special products, which should have specific set of properties, may not be obtain of it is made only from one polymer by blending two polymers we can get the required combination of properties. For example polystyrene is highly amorphous and rigid but has low impact strength. If it is blended with rubbery material product will b3e of high strength, rigid and shall also have high impact properties. Thus by allowing a wide range of products can be made. Although alloys are physical mixture of polymers, sometimes hydrogen bonds are formed between some special ionic groups with hydrogen atom of the carbon chain. Such a bond is very useful in alloy formation because it impacts processing flexibility with and use of cross linked products. NANDI PIPES : Formed in 1988  Manufacturers as per Indian Standards is 4985 – 2000  Has wide range of 20.315mm  Types

o Agriculture o Blue Casing (Special) o Well Casing o Plumbing o SWR o Electrical o Ring Fit o Sub Marsible

Quality Lab Stringent quality control tests are regularly conducted to ensure top quality products for multifarious applications like :  Tube Well casing  Telephone ducting  Aquaculture  Government aided Schemed  Medium irrigation projects.  Manufacturers as per IS 4985 – 2000  Passes all the tests as per IS 12125 – 1980  Proprietary compound development

 Maximum specific gravity of 1.46.  Maximum ash content of 8% when teted as per ISE 3451 part – III  No deterioration of Physical and chemical properties  Full automatic manufacturing layout with world class batten field

extrusion plant.  Production capacity of 22000 metric tones per annum.

If the Customer purchases 75mm and above dia pipes at least 200, Poclain for trenching will be provided at a cost of Rs.30 for each pipe length. For laying Bore wells Rigs and Compressors are available with us. With large fleet of Trucks, free door delivery will provided for consumers and Consumers buying above 100 Nods of Pipes. ADVANTAGES OF NANDI UPVC PIPES 

Corrosion Resistance



No Chemical contamination



No need of protective Liners, Coating, Encasements or Cathodes



Protection of Thermal Conductivity



Flexibility



Variety of Jointing Methods.



Nontoxic & Biological Resistance



High Hazen William 'x Coefficient (150)

OUR ESTIMATED CONSUMERS Nandi Pipes is proud to announce that we have supplied Pipes to lay big water pipe line projects.

 Panchayat Raj,  Industrial Development Corporation etc.,  Satya Sai Water Schemes.  Lorven Projects  Kolleru Project  NABARD water schemes  Kamataka L and Army Department  TWAD Board Authority - Tamilnadu Our Consumers have the benefit to buy our pipes at any place in South India Because of wide network of 493 Consumers spread in the states. State

No of Consumer

Andhra Pradesh

301

Karnataka

17

Tamilanadu

23

Maharastra

9

Pandichery

2

Catishghar

1

Consumer Ship at Sujala Pipes Pvt Ltd. o The company notifies in a local newspaper. o Based on the given advertisement it receives for consumer. o After receiving the application, the company will scrutinize the application and calls for an informal interview. o In the interview, they will see their credit worthiness and their profile..

DATA ANALYSIS & INTERPRETATIONS 1. Frequency of recruitment at sujala pipes Opinion Regular Periodical Total

Respondents

Percentage (%) 47.00 63.00 110.00

43.00% 57.00% 100.00%

Chart-1

INFERENCE: From the above table and chart shows that 57% of the employees were said periodical recruitment process and 43% of employees said regular recruitment process.

2. Employees opinion about the organization follows definite and free recruitment process Opinion Yes No Total

Respondents

Percentage (%) 19.00 91.00 110.00

17.00% 83.00% 100.00%

Chart -2

INFERENCE: From the above table and chart shows that 83% of the employees were said that the organization did not have and free recruitment procedure and 17% of employees said that the company follows free recruitment procedure.

3. Employee satisfaction regarding recruitment procedure of sujala pipes Opinion Respondents Percentage (%) Highly satisfied 45.00 41.00% satisfied 60.00 54.00% Dissatisfied 4.00 4.00% Highly Dissatisfied 1.00 1.00% Total 110.00 100.00%

Chart -3

INFERENCE: From the above table and chart shows that 54% of the employees are satisfied with the recruitment procedure, 4% of the employees satisfied, 4% are dissatisfied and 1% are highly dissatisfied.

4. Employee point of view basic things for recruitment at sujala pipes Opinion Experience Qualification Skills & knowledge Above all Total

Respondents 39.00 18.00 18.00 35.00 110.00

Percentage (%) 36.00% 16.00% 16.00% 32.00% 100.00%

Chart -4

INFERENCE: From the above and chart it shows that 36% of the employees recruitment is based on experience, 32% of the employees said that above all, 16% of employee said that qualification and 16% of employee said that skills and knowledge.

5. Sources of recruitment at sujala pipes Opinion External source Internal source Both Total

Respondents

Percentage (%) 14.00 11.00 85.00 110.00

13.00% 10.00% 77.00% 100.00%

Chart -5

INFERENCE: From the above table and chart it shows that 77% of the employees said that the sources of recruitment through internal and external sources. 13% of employees by the external and 10% of employee within the organization.

6. Recruitment sources for skilled employees at Sujala pipes Opinion Interview informal contacts advertisement public employment agencies Total

Respondents 80.00 8.00 16.00 6.00 110.00

Percentage (%) 73.00% 7.00% 15.00% 5.00% 100.00%

Chart -6

INFERENCE: From the above table and chart it shows that 73% of the employees recruitment sources for skilled is based on interview ,15% of employee are advertisement, 7% of employee are informal contacts and 5% of employees are public employment agencies.

7. Employees opinion towards written test procedure for selection process. Opinion Yes No Total

Respondents

Percentage (%) 96.00 14.00 110.00

87.00% 13.00% 100.00%

Chart -7

INFERENCE: From the above table and chart it shows 87% of the employees follow written test procedure for selection process and 13% of employees didn’t follow test procedure for selection process.

8.Access employee skills through written test Opinion Intelligent Abilities Personal interview Above all Total

Respondents

Percentage (%) 22.00 2.00 4.00 82.00 110.00

20.00% 2.00% 3.00% 75.00% 100.00%

Chart -8

INFERENCE: From the above table and chart it shows that abilities. 75% of the employee access for written test is based on intelligence, abilities and personal interview 20% of employees said that intelligence 3% of employees said that personal interview and 2% employee.

9. Employees preference of an interview Opinion Personal Interview Technical Interview Stress Interview Group Interview Telephone Interview Total

Respondents

Percentage (%) 13.00 12.00 22.00 54.00 9.00 110.00

12.00% 11.00% 20.00% 49.00% 8.00% 100.00%

Chart -9

INFERENCE: From the above table and chart it shows that 49% of the employee preference of an interview is based an group interview ,20% of employees said that stress interview ,12% of employee said that personal interview ,11% of employees said that technical interview ,8% of employees said that telephone interview.

10.Employees rating towards interview process conduct by the company Opinion Excellence Very good Good Average Poor Total

Respondents

Percentage (%) 31.00 51.00 22.00 6.00 0.00 110.00

28.00% 46.00% 20.00% 6.00% 0.00% 100.00%

Chart -10

INFERENCE: From above table and chart it shows that 49% of the employee rating towards preference of an interview is based an group interview,20% of employees said that stress interview very good ,28% of employee said that excellent, 20% of employees said that good and 6% of employees said that average.

11. Adoption of communication channels to the listed candidate Opinion By Post By E-mail Through Telephone Others Total

Respondents

Percentage (%) 52.00 3.00 50.00 5.00 110.00

47.00% 3.00% 46.00% 4.00% 100.00%

Chart -11

INFERENCE: From the above table and chart it shows that 47% of the employees adoption of communication channels to the listed candidates based on by post ,46% of employees through telephone, 4% of employee through others and 3% of employees through e-mail.

12. Job specification of a selected candidate Opinion Experience Education knowledge & Skills Creative Ability Total

Respondents

Percentage (%) 40.00 12.00 53.00 5.00 110.00

36.00% 11.00% 48.00% 5.00% 100.00%

Chart -12

INFERENCE: From the above table and chart it shows that 48% of the employee’s job satisfaction of a selected candidate is based on knowledge and skills, 36% of employees said that experience, 11% of employee said that education and 5% of employees creative ability.

13. Employee satisfaction level of selection process at sujala pipes pvt ltd Opinion Yes No Total

Respondents

Percentage (%) 106.00 4.00 110.00

94.00% 6.00% 100.00%

Chart -13

INFERNCE: From the above table and chart it shows that 94% of the employees selection process in the organization and 6% of employees said that didn’t satisfied with the selection process in the organization.

14. Getting suitable candidate though selection process Opinion Yes No Total

Respondents

Percentage (%) 101.00 09.00 110.00

92.00% 8.00% 100.00%

Chart -14

INFERENCE: From the above table and chart it shows that 92% of the employees said that the selection process suitable candidate and 8% of employees said that didn’t have selection process for suitable candidate.

15. Factors influence on selection process for right candidate Opinion Analytical Ability Case analysis G.D Experience creative ability Trade union recommendations Total

Respondents

Percentage (%)

5.00 15.00 62.00 25.00 3.00 0.00 110.00

Chart -15

INFERENCE: From the above table and chart it shows that 56% of the employees factors influence on selection process for right candidate is based G.D, 23% of employees said that experience , 14% of employees said that case analysis , 4% of employees said that analytical ability , 3% of employees said that creative ability.

4.00% 14.00% 56.00% 23.00% 3.00% 0.00% 100.00%

16. Employee satisfaction level of training facilities provide by the company Opinion Yes No Total

Respondents

Percentage (%) 101.00 9.00 110.00

92.00% 8.00% 100.00%

Chart-16

INFERENCE: From the above table and chart it shows that 32% of the employees are satisfied with training facilities in the organization and 8% of employees didn’t satisfied with the training facilities in the organization.

17. Rate the employees satisfaction levels of overall job performance at company Opinion strongly satisfied satisfied Dissatisfied strongly Dissatisfied Total

Respondents

Percentage (%) 38.00 72.00 0.00 0.00 110.00

35.00% 65.00% 0.00% 0.00% 100.00%

Chart -17

INFERENCE: From the above table and chart shows that 65% of the employees satisfaction levels of overall job performance at the company based on satisfied and 35% of employees said that strongly satisfied.

FINDINGS  From my analysis 57% of the employees were said periodical recruitment process 





















and 43% if employees said regular recruitment process at sujala pipes pvt ltd. It was inferred that majority 83% if employees satisfied with company recruitment policies which is definite and free recruitment process and 17% of employees are not satisfied at SUJALA PIPES PVT LTD., From my analysis 54% of employees are satisfied with the recruitment procedure, 4% of employees highly satisfied, 4% are dissatisfied and 1% are highly dissatisfied. It was inferred that 36% of the employees recruitment is based on experience, 32% of employees said that above all, 16% of employees said that qualification and 16% of employees said that qualification and 16% of employees said that skills and knowledge. It was inferred that 77% of employees sated that the company used both. That is external and internal, 13% of employees point of view company obtained external sources, 10% of employees stated that the company obtains from internal sources for recruitment in SUJALA PIPES PVT LTC. From my 73% of the employees recruitment sources for skilled is base on interview, 15% of employees are advertisement, 7% of employees are informal contacts and 5% of employees are public employment agencies. It was found that 87% of the employees follow written test procedure for selection process and 13% of employees did not follow test procedure for selection process. From my analysi9s75% of the employees access for written test is based on intelligence, abilities and personal interview 20% of employees said that intelligence, 3% of employees said that personal interviews and 2% employee in SUJALA PIPES PVT LTD. It was inferred that 49% of the employee preference of an interview is based an group interview, 20% of employees said that stress interview,12D% of employee said that personal interview,11% if employees said that technical interview,8% of employees said that telephone interview in sujala pipes pvt ltd. From my analysis 49% of the employees rating towards preference of an interview is based an group interview,20% of employees said that stress interview very good, 28% of employee said that excellent, 20% of employees said that good and 6% of employees said that average. It was found that47% of the employees adoption of communication channels to the listed candidates based on by post, 46% of employees through telephone, , 4% of employees through others and 3% 0f employees though e-mail It was inferred that 48% of the employees job satisfaction of a selected candidate is based on knowledge and skills ,36% of employees said that











experience , 11% of employees said that education and 5% of employees creative ability. From my analysis 94% of the employees selection process in the organization is satisfied and 6% of employees said that didn’t satisfied with the section process in the organization It was found that 92% of the employees said that the selection process suitable candidate and 8% of employees said that didn’t have selection process for suitable candidate. From my analysis 56% of the employees factors influence on selection process for right candidate is based G.D.23% of employees said that experience,14% of employees said that case analysis ,4% of employees said that analytical ability , 3% of employees said that creative ability in sujala pipes pvt ltd. It was inferred that 32% of the employees are satisfied with training facilities in the organization and 8% of employees didn’t satisfied with the training facilities in the organization. It was found that 65% o f the employees satisfaction levels of overall job performance at the company based on satisfied and 35% of employees said that strongly satisfied in sujala pipes ltd.

SUGGESTION 





Some of the employees were not well known about the recruitment procedure in sujala pipes ltd ,so I suggested that try to inform about recruitment procedure through e-mail and advertisement which is very important for the organization. Some of the employees were not fair about basically factors for recruitment, so I could be advised company should maintain standard format experience, qualification, knowledge & skills while recruiting the candidates at sujala pipes pvt ltd. I suggested during selection process may give preference to fresher’s based on education qualification and additional skills to encourage fresh blood for challenging posts.

QUESTIONNAIRE A study on Recruitment and selection process at Sujala pipes pvt ltd, Nandyal. Employees Profile: a) Employee Name : b) Age : c) Occupation : d) Experience :

e) Department f) Salary

: :

1. What is the frequency of recruitment for your organization [ ] a) Regularly b) periodically 2. Do you feel the organization follows definite and free recruitment procedure a) Yes b) No 3. Are you satisfied by the recruitment procedure in your organization [ ] a) Highly satisfied b) satisfied C) Dissatisfied

d) High dissatisfied

4. What is the basis for recruitment in your organization [ ] a) Experience b) Qualification c) Skills and Knowledge d) Above all 5. Through which source the company goes for recruitment [ ] a) External source b) Internal source c) Both 6. What are the recruitment sources that are used for skilled employees in your organization [ ] a) Interview b) Informal contacts c) Advertisement d) Public employment Agencies 7. Do you think that the company should follow the written test procedure in the selection process [ ] a) Yes b) No 8 .Written test is used for to asses:………………………. a) Intelligence b) Abilities c) Personnel interviews d) All [ ] 9. Which type of interview would you prefer? a) Personal interview b) Technical interview

c) Stress interview d) Group interview e) Telephone interview 10. How do you rate the interview process conducts by the company [ ] a) Excellent b) Very good c) Good d) Average e) Poor 11. How do you communicate the listed candidates [ ] a) BY post b) By e-mail c) Through telephone d) Others 12. How you can select the candidate for specific job [ ] a) Experience b) Education c) Knowledge d) Creative ability 13 .Are you satisfied with your selection process in your organization [ ] a) Yes b) No 14. Are you believe that through this selection process can you get suitable candidate [ ] a) Yes b) No 15. Will you rate major factors that influence the selection process to get right candidate [ ] a) Analytical ability b) Case analysis c G.D d) Experience e) Creative ability f) Trade unions recommendation 16. Are you satisfied with your training facilities provided by the company [ ] a) Yes b) No 17. Are you satisfied with your placement a) Yes b) No 18. Will you rate your satisfaction levels of your overall job performance [ ] a) Strong satisfied b) Satisfied c) Dissatisfied d) Strongly dissatisfied

BIBLIOGRAPHY K.Aswathappa 2005, “Human Resource and Personal Management Text and cases”, Tata Mc Graw Hill, New Delhi , third Edition.pp:132-151. 1. C.B Momoria, 1999,”Personnel management “, Himalaya publishing House, Mumbai.pp:124-125. 2. Stephen P.Robbins ,2005,”Humam Resource Management”, Prentice Hall of India Pvt ltd, New Delhi ,8th Edition pp:85-95 3. P.Subba Rao, 2005 , “Personnel and Human Resource Management “, Himalaya Publishing house, Mumbai, third Edition.pp:78-92. WEBSITES WWW.GOOGLE.COM WWW.WIKIPEDIA.COM